Sr. Manager Talent Management

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Join to apply for the Sr. Manager Talent Management role at Invitation Homes

The Talent Management Senior Manager is responsible for supporting and driving the talent strategy through practical talent solutions. This role partners with the business HRBPs, and leadership to drive talent strategies and programs in the talent lifecycle including: coaching, development of talent, and succession planning.

They will deeply understand aspirations, capabilities, and development actions of top talent and influence key talent decisions through trust and credibility with HRBP leaders and the Executive Leadership team.

The Talent Partner will lead the strategy and efforts reporting to the VP Talent and Culture.



Key Responsibilities

• Act as functional talent strategist and expert on talent with a focus on building a robust pipeline.
• Leverage talent data and insights to build functional talent strategy in alignment with enterprise business and talent needs.
• Act as subject matter expert, thought leader, and advisor to Executive Leaders on the talent needs of their top high potential leaders to ensure alignment with organizational and talent strategies.
• Lead (plan and facilitate) senior level talent review and succession planning processes ensuring inclusive processes.
• Ensure best-in-class functional executive experience through onboarding and assimilation activities.

• Prior experience developing Talent Management strategies connected to business priorities to solve for high potential leadership talent sourcing, development, and retention.
• Consulting experience and/or experience as a leader of a Talent Management organization is a plus.

• Accurate Assessor of Talent:
• Ability to accurately assess talent and potential of leaders using validated tools and consistent talent philosophy.
• Collaboration and Influence:
• Ability to partner with and influence colleagues in TMD, Executive Talent Acquisition, and Inclusion & Belonging, and create accountability with different communities across the organization (HRBPs, HR Leaders, Executive Operating Team, and Executive Leadership team members).
• Ability to influence in a matrix organizational structure.
• Strategic Mindset:
• Ability to develop talent strategies to support and drive business priorities.
• Thought leader in high potential and growth area leader development for the function.
• Ability to learn and partner on solutions for business priorities and talent challenges.
• Ability to navigate within high ambiguity and strategic work, with the ability to effectively translate strategic priorities and intent into practical talent solutions.
• Coaching:
• Excellent interpersonal and coaching skills, ability to assess needs, collaborate, and build practical solutions that drive talent results.
• Strong grasp of how to coach a variety of high potential individuals.
• Communication:
• Well-developed verbal and written communication skills.
• Executive presence
• Strong analytical and problem-solving skills:
• Ability to accurately distill complex information and communicate the information in a concise and understandable manner.
• Highly experienced at handling sensitive issues and situations.